Gathering specific insight from a team member who feels slighted is the first step to solidifying change. Within the inquiry, consider asking & pondering over: 💡What areas of the project would you like to contribute to? 💡Decipher if the desired areas of participation interfere with team member’s current work duties or projects. 💡What are the outcomes you’re hoping to measure? 💡How can the team member be supported best on this project (if applicable)? 💡Are there alternatives ways team member can be involved if project is already underway? These are just a few inquiries to open of the path of communication.

Communication is key to understanding how people feel. If a team member feels slighted, work with them to identify how they can help, or if they’d like to be included in updates. Sometimes, just acknowledging their feelings can help - like recognizing they have conflicting priorities. This will show they’ve been considered instead of ignored / slighted.

Keep a transparent communication channel (like on teams channel, a chat group etc), keep everyone on the same page with regular updates. hail to the success and ask for feedback.

Identify their strengths and match them with project needs. This ensures they contribute meaningfully. - Include them in planning sessions. Their input can provide fresh perspectives. - Set up regular check-ins to discuss their progress and address any concerns.

Conociendo sus capacidades y habilidades, de tal manera que el líder pueda engranar al equipo y definir roles y responsabilidades en base a los talentos. La comunicación, el feedback, la escucha activa y la empatía con el colaborador son claves, para generar apertura, confianza y comprender la naturaleza de su sentir, validarlo en sus emociones y desde las preguntas de coaching elevar consciencia y generar un cambio de perspectiva que lleve al colaborador a accionar de forma motivada y conectar desde el autoconocimiento con sus fortalezas.